Atlas - the Recruitment Platform

Atlas is an end-to-end recruitment platform built with AI at its core. By giving you perfect memory and automating all your low value tasks, Atlas fees up your consultants to do what they do best.

Less admin, more placements, more enjoyment.

Founder

Berg Search

Advisor

proSapient

Co-Founder

Founded the world's fastest-growing expert network and primary research platform. In just five years, we have grown to 300 colleagues and achieved revenues of c$40 million.

Let’s say that a private equity firm wants to acquire Mcdonald's. proSapient would find and schedule interviews with 10 former executives and 20 competitors in order for the PE firm to better understand the industry. They could also use proSapient to deliver a survey to 20,000 fast food eaters to better understand consumer habits. With these insights, the PE firm is well-placed to make a great investment decision.

proSapient has the most innovative and productive product team in the industry, and we delivered our entire technical stack spending the equivalent of what our largest competitor spends in just 6 months. More important, voluntary churn is sub-5 %! Some of the highlights include:

 - A vertical project management platform that optimizes our ability to service clients (making our teams significantly more productive than our closest competitors)
 - A world-leading categorization and search engine (Darwin), which automatically categorizes experts' industry experience, seniority and skills, standardizing data en-masse. When a colleague searches for an appropriate expert, the platform can curate the most important information from terabytes of data in less than a second.
 - A transcription platform which delivers perfect transcripts in just two hours (free of charge!)
 - Our commitment to client success extends to our "Bring your own expert" and multivendor offerings, allowing clients to create and use internal networks of experts and license our codebase to manage multiple vendors.

Chief Product & Strategy Officer

Chief Product Officer

Hire people that take your business from good to great

I've spent seven years building software that supercharges high-touch services.

As co-founder of proSapient, I was central to building end to end platform that allows proSapient consultants to generate 40% more revenue than its closest competitors.

I've now turned my focus to supporting executive search and professional search consultants achieve the same thing.

Jordan Shlosberg, CFA

We are hiring 2-3 sales people. Why? Because I took a look at our pipeline and jesus. Way too much inbound that my talented sales team is stretched.

As the founding team have given half their equity to the team, this will probably be the last job you need to do.

1. If you are a recruiter and you've had experience being sold to by an exceptional sales person, let me know. Theres £2.5k for you.
2. If you are a TOP BILLING recruiter and want a change to SaaS, let us know
3. If you have sold into recruitment agencies with continual top billing, let us know.
4. If we struggle after 4 weeks, we will onboard one Atlas recruitment agency to help us

Job below
https://lnkd.in/exApjWZg

An end-to-end recruitment platform powered by AI ✨ Do business, not admin

Can't sleep. Watching Atlas fill in all our clients BD admin work in real time. It's covered 35,000 prospects so far.

Busy researching every single prospect from every single client, outlining the entire story to date and indicating next steps as well as a close likelihood.

Honestly, of the many features I've had the pleasure of delivering. This must be one of the bigger ones.

Sean Anderson actually denied us from sponsoring Hoxo the first time I reached out to him.

Apparently, he'd been burned by platforms that over-promised and under-delivered.

But his approach to Linkedin marketing is awesome so we did a quid pro quo. I'd help them with implementing AI in their business, and he'd give me some markting chops.

Having served this market for 14 months, I've seen a lot of AI products enter and I've also seen how consumer products such as Chat GPT have evolved.

Claude, Chat GPT, these guys are way more powerful than people realise. They just do it conversationally. Unfamiliarly.

With so many tools now available and “gurus” popping up on LinkedIn daily, founders are drowning (drownAIng ?)

They keep buying AI tools but the outcome doesn't change.

So Sean and I are collaborating on a really exciting product, the AI Bootcamp for Recruiters.

And we’re launching it in January.

Here’s what it is:

A 6-week live intensive where we teach 20 recruitment founders to become operationally dangerous with ChatGPT (I've promised I will only mention Atlas - the Recruitment Platform once per day !)

No more tools.

No more overwhelm.

Just learn how to bill more using the one platform you’ve already signed up to.

We're covering

- Do much better BD by making everything hyper personalised
- How to become a thought partners to your clients 
- Sourcing beyond obvious keywords
- Candidate presentations that win

We ran the first version of this cours last month and Tom Hunter signed a new client 24 hours after our BD session.

Not bad for 1 hour of listening to me droooooone on about AI :D

To announce the programme, we’re hosting two exclusive launch events:

26th November - 9:00 AM UK (Europe/Australia-friendly)

9th December - 2 PM UK (US/Americas-friendly)

Live on Zoom, Sean and I will walk through:

- The full 6-week programme
- Live ChatGPT Q&A
- Real case studies from beta participants
- How to secure one of the 18 remaining spots in Cohort 1

Or if you can’t make the live events, you can watch the full 10-minute explainer video on-demand right now.

If you’d like an exclusive invite to one of the launch events OR access to the explainer video, comment “AIB” below and Sean will send you the link

This is the next industrial revolution.

You can either tinker around the edges…

Or you can be the first person in your market who actually knows what they’re doing.

Not a single person in Atlas - the Recruitment Platform has made a cold call.
because inbound leads have tripled in 6 months.

How did we do this?

Comment 'leads' and you'll have the pleasure of knowing that you commented leads on this content (unfortunately that's all I can share)

It's been a big weekend of work (second one). Focussing on the wholly grail of the Agentic Migration. 

One button click, all the customers data is transformed perfectly.

Customer queries, taken by the agent and solved.

This one's been a bit of a waiting game as we've needed to build our scripting capabilities to cover every single CRM but we're finally there. 

Thanks to a dedicated 5 person migration team (bigger than some people's product teams!!) all the pieces are in place.

Magic search 1.0 is nearly upon us

✅ Searches the resume
✅ Searches all notes
✅ Searches all phone calls
✅ Searches all video calls
✅ Searches all texts and whatsapps
✅ Searches all references
✅ Searches all social networks
✅ Researches companies
✅ Researches industries
❌ No Boolean needed
❌ No hands needed

We started thinking about search at the beginning of the year. We didn't want to make old fashion search with some AI sprinkled on top. 

We wanted to build something which had the outcome that recruiters have wanted for decades "Show me the perfect candidate in my DB based on everything my company has said, heard, read or wrote"

It's been two weeks of absolute hell!!! 

We successfully completed the first rip and replace of a module.

Our first attempt at business development was a little basic.

Second time around, we have unleashed the full power of AI, but not in a way that blasts 1,000 non descript emails to prospects, but rather to remove ALL the admin.

The most interesting discovery? If it is bloody difficult for a post-AI product to rip and replace one module....

..How can a pre-AI CRM rip and replace it's entire product?

Very excited to see how our customers use this new product. 

A lot more business is coming for Atlas agencies.

Yesterday a competitor made a thinly veiled dig at us, suggesting that because their entire team sits in one office, they can “execute faster”,  and that being distributed makes us slower......

If you’re early in your career, in-office is invaluable, which is why we've got offices in both Bosnia and Greece.

But at Atlas, we believe in hiring 10x people wherever they may be, not just from a mandated pool 30km around one office

These experienced people usually have families, lives outside of work. We trust them because they’ve earned that trust over a decade of shipping world-class software.

And here’s the real kicker that nobody talks about. The real reason why the team at Atlas have already delivered revenue growth that would make most blush.

In a typical Cc backed company, a $250m exit might sound huge, but non-founders  will walk away with ~$10m in cash, split across the entire company. That’s simply how dilution and options work.

If Atlas sold for $250m tomorrow, our team would receive $50–60m in cash because my co-founder and I have put our actual shares (not options) into trust for the team. (And that EXCLUDES the 10% option pool we have AS WELL)

So if in-office chest-thumping motivates you and convinces your team to work 14-hour days, you're a better sales person than I.

The Atlas philosophy:
1. Hire the best people wherever they live. 
2. Give them trust. Give them ownership. 
3. Give them a real stake in the outcome. It's their work after all.

And this is the foundation that gives any business the best chance at success.

Atlas is packed so full of industry leading products that it can sometimes feel overwhelming. The sheee amount of things that AI can simply start doing. 

So we're redesigning the entire onboarding. The goal is to create wow within 5 minutes.

While you're going through the new onboarding, Atlas - the Recruitment Platform will actually create all of your prospects and grade them.

These were mine....

I mean there's platforms choosing .AI domain names....and then there's this

One weekend. A £20k bonus. One heavily demanded feature.

Let the hackathon commence!!!!!!

Manage your team performance through Atlas - the Recruitment Platform

1. Create a target for ANY metrics
2. Deploy that target across your company in a few clicks
3. Now you've got a visual representation on EVERYONES performance

Agentic migration update.....

Based on the amazing work of our 5 person migration team, we have built the MVP of our agentic migration.

Amusingly, the first time round, it struggled to pass a messy people table through QA, then read how the QA script work and spoofed the answers....

BUUUT 24 hours later, we got it to run an entire transformation end to end in just 30 minutes.

So now we get to look and see if it did the whole thing correctly!

Gorgeous new feature just released....Going to stifle the urge to share a video at 10pm at night. Stay tuned for tomorrow...

Oh and the HACKATHON feature... progressing nicely to full deployment.

What is it?

Now that would be telling.

Deliveries will be fast and furious until Xmas

Sometimes Pavel Vesnin is asleep when I'm working. Nice to know Cursor does a reasonable impression

Adriano Herdman

Move

Scale hiring without lowering the bar.

For People & Talent leaders, sharper sourcing, stronger recruiters, and processes that stick.Three services built for speed, quality, and lasting impact

✅ Embedded recruiters backed by playbooks, RecOps, and governance
✅ Sourcing engine with TAM analysis + outbound that cuts through
✅ Consultancy that builds structure, consistency, and TA enablement

Monese

Talent Advisor via MOVE

LaunchDarkly

SeedLegals

Farewill

RMIT University

English Teacher

NAKAMA

Senior Consultant User Experience

Aquent

recruitment consultant - user experience

Harvey Nash

recruiter - software development vertical - freelance

recruitment consultant - software development

Scale hiring without lowering the bar.

For People & Talent leaders, sharper sourcing, stronger recruiters, and processes that stick.

Three services built for speed, quality, and lasting impact

✅ Embedded recruiters backed by playbooks, RecOps, and governance

✅ Sourcing engine with TAM analysis + outbound that cuts through

✅ Consultancy that builds structure, consistency, and TA enablement 

Move deploys expert in-house talent acquisition squads to fast scaling companies. Our embedded talent service aligns us with your growth targets, giving you control and flexibility. Our talent acquisition specialists absorb your culture and refine your recruitment process. We’ve driven down cost-per-hire by 46% for the likes of Microsoft, Monese, Farewill, Travelex, SeedLegals, Spryker, Collibra, LaunchDarkly, Percent, Framestore

In case you're hiring a recruiter from a startup...

Do not judge them solely by their time-to-fill metrics or number of hires made 

Startup recruiting is more challenging and nuanced than hiring for established companies with strong employer brands 

🧭 Here's what they have likely had to navigate:

1. No employer brand – they could not rely on name recognition to attract candidates

2. Low quality inbound – every hire required proactive sourcing

3. Unclear or ever-changing hiring needs

4. Leadership with unrealistic expectations 

5. Hiring managers often lack hiring experience

6. No structured hiring process – they had to build it themselves

7. Unproven product or business model – they had to convince candidates to take a risk

Only a small percentage of startup recruiters consistently meet hiring targets. (The ones that do are 🔥, don't get me wrong)

If you're hiring a recruiter from a startup, look beyond the surface numbers and evaluate:

- How they adapted to challenges
- How they built or improved hiring processes
- Their ability to sell opportunities to candidates
- Their resilience in highly-ambiguous environments

Anything you'd add?

Talent Solutions for Technology businesses

Resource drop: 2026 Workforce & Capacity Planning Playbook for Talent Acquisition and People Leaders ⚖️

Practical, straightforward, and designed to help teams get from 0→1 or validate the foundations they already have. 

It was shaped with input and feedback from Heads of People and Talent who’ve stress-tested this stuff in the real world.

It includes:
- A clear recruiter capacity dashboard
- Simple skill-gap and capability assessments
- Easy quarterly load templates
- Role planning templates

Why it’s useful:
 - Helps you spot resourcing gaps before they turn into hiring emergencies
 - Gives you a simple, data-led view of what your team can actually deliver

Nothing over-engineered, just tools you can plug in quickly to get a cleaner, more predictable workforce plan.

👉 Want the playbook? 

Comment “Workforce plan” and I’ll share ✌️

We analysed Talent Acquisition capacity data across 70 companies.

The results are clear:

1. No dedicated Sourcing is the #1 bottleneck, the lowest-scoring area by far.
2. Hiring manager engagement consistently drag recruiter productivity.
3. Even strong teams carry 2–3 significant gaps that limit their ability to scale.

On the flip side, companies that excel in process efficiency, time allocation, and role complexity management operate much closer to best practice.

The outer edge of the chart = full maturity (score of 5).

Most teams are sitting somewhere in the middle.

The takeaway?

If you want to unlock recruiter capacity, don’t just throw headcount at the problem.
Fix the systemic gaps: sourcing infrastructure, hiring manager alignment, and specialisation.

That’s where the real leverage is.

RESOURCE DROP: We created over 360 interview questions to form scorecards & question banks for 63 key roles in tech. 

🥖 Updated with 27 new roles for 2026

❓Question creation follows Mike Murphy's principles highlighted in 'Hiring for attitude' 

They’re yours. 

Use them to; 
- ensure a fairer hiring process 
- make better hiring decisions 
- stop shooting from the hip 🤠 

Here’s how you can get access to the notion page; 

↳ Comment 'scorecards' on this post

Being great at filling roles won’t get you the Head of TA job. 

If you’re a TA Lead or Manager aiming up, what matters is proving you can scale recruiters and systems.

Marc Baselga recently wrote a great post about the leap from IC to Director interviews in Product.

The same is true in Talent Acquisition.

Most underestimate how different these interviews are. 

It’s no longer about how strong you are as a recruiter, it’s about whether you can make other recruiters better, and build a function that scales.

Here’s what hiring execs are really testing in Head/Director of TA interviews:

1/ Frameworks, not one-offs
Not hero stories, but repeatable systems like scorecards, intake processes, enablement playbooks.

2/ Real complexity
Expect questions on headcount planning trade-offs, exec pushback in a hiring freeze, or redesigning a team after hypergrowth.

3/ People leadership depth
Who have you promoted? How do you handle underperformance? Can you grow recruiters into business partners?

4/ Cultural leadership
The job isn’t “delivering reqs.” It’s shifting TA from service provider to strategic partner with hiring managers and C-levels.

5/ Strategic communication
How do you build trust at the top table? What’s your operating rhythm for planning, reporting, and risk management?

6/ Vision + systems thinking
Directors don’t just run today’s hiring. They architect tomorrow’s. What’s your vision for TA in 2 years, and what systems will scale it?

The shift is this:
Director-level interviews aren’t about proving you’re the best recruiter.
They’re about proving you can build the best recruiting function.

🥖 New projects fresh in at Move  

We’ve got three new projects kicking off, all starting immediately and running for 3–6 months and we’re looking for Talent Partners

- GTM Talent Partner – London - SaaS / Data Intelligence platform

- Senior Tech Talent Partner – Hybrid London – AdTech scale-up

- Senior Talent Partner (G&A focus) – London – FinTech

We’re looking for experienced recruiters who can plug in fast and own delivery from day one.

If you’re available (or know someone great who is), please share or tag them below,  links to apply are in the comments.

Thanks in advance for any shares or intros 🙏

Old school sourcing 💾 vs Sourcing 2.0 🤖

Old school sourcing = Trial and error, no plan

Sourcing 2.0 = TAM-first, precision results

Most recruiters are still doing this 👇

↳ Hit LinkedIn each morning, fire off 30 messages to those that look like a fit
↳ Check messages each day, hope for replies
↳ No idea of TAM size → recalibration comes late
↳ Reactive: fill one req, move on, no lasting intel
↳ Messaging is guesswork → not tested, so positioning never improves

Do it differently 👇

↳ Start with a Total addressable market (TAM) to size the market
↳ Spot bottlenecks and set expectations with hiring managers upfront
↳ Plan first → then go fast and accurate
↳ Build pipelines while also filling today’s req
↳ Test messaging systematically → refine positioning every week
↳ Capture talent intelligence as a reusable asset

Why it works:
TAM-first sourcing turns guesswork into clarity. Recruiters save hours, hiring managers trust the data, and every search sharpens the next.

Example:
Old Way: 1 week wasted before realising the skillset barely exists.
New Way: 60 minutes to map the TAM → then source with precision.

Old way = reactive.
New way = strategic.

The gap is growing.

👉 What would change if every search started with a TAM?

Recruiters, help you hiring managers become better interviewers!

👉 Interviewing cheat sheet for hiring managers

Share this with your HMs for a light-touch guide before they run interviews.

Poor interviews don’t just miss great people, hey slow down hiring and hurt your brand. 

📄 Here’s a quick checklist to keep things focused, fair, and effective:

- Structure the flow
Balance assessing, pitching, and giving space for candidate questions.

- Set expectations early
Let the candidate know what to expect—structure, timing, and who's in the room.

- Stick to consistent criteria
Use the scorecard. Focus on role-relevant scenarios and behaviours—not gut feel.

- Go beyond the CV
Ask how they’ve solved problems similar to the ones they’ll face here.

- Pitch with intent
Tailor your pitch to what motivates them. The best candidates are assessing you too.

- Test your setup
Check your Zoom / Meet link, screen share, and any tools you’ll use.

♻️ Pass it on if you know an HM that could use a quick refresher

No alternative text description for this image

Talent Acquisition has to own a number.

It doesn’t need to be a revenue target.

It doesn’t need to be cost-per-hire

Don’t worry this isn’t another quality of hire post either, don’t want to upset anyone 😉 

But it does need to tie to something the business actually cares about.

Spitballing, here’s three that might make the most sense that aren’t the usual suspects:

- Speed to productivity:  how quickly new hires reach meaningful output.

- Hiring velocity: the predictability of delivering roles inside agreed windows.

- Manager confidence: a simple 60-day signal showing whether a hire is on track.

These connect hiring to impact: output, product velocity, capacity, and consistency.

And they don’t overlap with ownership of retention, engagement, or long-term performance.

Recruiting is an interesting function.

The impact is big, teams feel it immediately when the right hire lands.

But the access is somewhat limited: you influence the front of the funnel and moments in the process, then hand off to the manager and the business.

Because of that, it’s tempting to position recruiting as purely about “finding great people.” (Which it also is) 

But the reality is that delivery sits at the core of the function, and these metrics help anchor that delivery to what matters commercially.

A strong hire can shift a team’s trajectory, unblock execution, or accelerate output. That’s meaningful impact, even if the work to get there is operational and hands-on.

Thoughts?

For Recruiters. Intake meeting one-pager to cut time-to-alignment by up to 40%.

World-class recruiters don’t wait for HMs to come prepared.

They make it easy. Structure the intake, guide the discussion, and lock in alignment from the start.

This one-pager keeps your intakes sharp, consistent, and outcome-driven.

Inside you’ll find:

✅ Objectives to hit every time
✅ Key phases (pre, in, and post-session)
✅ Outcomes & deliverables to walk away with
✅ Metrics to track so you know it’s working

Built from hundreds of real intake meetings, it’s designed to:

Get hiring managers aligned faster
Avoid “role drift” mid-search
Launch searches with a crystal-clear, agreed profile

📄 Free to use, adapt, and share with your team.

graphical user interface, text, application, email

Most talent teams are winging messaging, and it shows 

Talent acquisition teams are operating with no structured messaging system.
Every recruiter writes outreach in their own voice.

There’s no central narrative, no testing, no iteration.

And in competitive markets (AI, engineering, senior GTM), generic outreach gets instantly ignored.
“This is the role, salary, location,  want a call?”

That isn’t good messaging. It’s a broadcast. And top talent filters it out.

What does work is borrowing frameworks from modern go-to-market teams.

We’ve been applying a few in particular:

1. Jobs-to-Be-Done (JTBD) Candidate Interviews
Speaking directly with people in the role you’re hiring for to understand their drivers, and using their exact language to anchor the message.
Not what the company thinks the role is… 

2. Voice-of-Customer (VoC) Message Mining
Extracting the emotional language, themes, and triggers that show up repeatedly in interviews and weaving them into structured messaging pillars for the role.

3. Centralised Messaging Matrices
Building consistent narratives around pain, progress, motivation, and differentiation, so every recruiter has a framework for high-quality story telling, rather than 10 versions of the job spec.

4. Proven GTM Messaging Frameworks
Using lightweight structures like RVC, Trigger-Based Hooks, and Firmographic Personalisation to shape messages that feel relevant, human and high-signal, instead of role dumps.

5. Continuous Testing & Iteration
Outbound is treated like a product.
Test → measure → refine → roll out.
Not “set it and forget it” job ads and InMails.

The reality:
Most TA messaging sucks because it has no framework.

When you bring GTM discipline into talent attraction, grounded in real candidate language, outreach stops sounding like recruitment automation and starts sounding like it actually understands the person you’re speaking to.

Thoughts ?

Most recruiters are great at reviewing CVs… and terrible at writing their own.

We’ve reviewed thousands of recruiter CVs. I’ll share the biggest mistake we keep seeing and how to fix it👇

Context:
There are two CV tests you have to pass

1 - The scan
Your CV is one of 100–300 (if you’re lucky).

At this stage, the recruiter is only asking: “Is this person roughly aligned to this role?”

They’re skimming for:
- Keywords
- Domain / market
- Seniorit
- Rough hiring profile match

If you pass that, then comes…

2 - The read

Now they actually look at your experience in detail.
But most recruiters never get this far, because their CV fails ‘the scan.’

The pattern is the same:
>Job title
>Company name (that no one recognises)
>A bunch of generic bullets:
e.g. “Improved hiring efficiency by 52%”
>“Implemented ATS changes”
>“Aligned interview questions to company values”

That might be great work.
But with zero context, it’s just noise.

If I don’t know what the company does or what you actually hired… I might move on.

💡3 steps on How to fix it 

- before any fluffy bullets, add a short “context block”.
- Literally right under the job title.

STEP 1
- Set the scene (company + stage)
- Add 1–2 lines or bullets:
- What the company does (in simple language)

‘B2B / B2C / SaaS / Marketplace / etc’

‘Stage + rough headcount while you were there’

STEP 2
– Spell out what you actually hired
Very high-level, but concrete:
(Eng / Product / GTM / G&A etc)
- Typical level (IC / Senior / Lead / Exec)
- Rough number of hires per year / quarter

STEP 3
– Name your stakeholders
Show who trusted you:
“Partnered with: VP Engineering, Head of Product, CFO”

STEP 4
– Then add your impact bullets
Now your “improved time-to-hire” or “rebuilt the ATS” actually means something,
because I can see where you did it and for whom.

👀A quick example

Instead of this❌

‘Senior Talent Partner – XYZ Ltd
Improved hiring efficiency by 52%
Implemented new ATS workflows
Ensured interview questions aligned to company values

Do this ✅ :
Senior Talent Partner – XYZ Ltd
SaaS platform for mid-market retailers | Series B | ~180 people
Roles: Product, Eng, data (IC → Lead) – ~35 hires/year
- Stakeholders: VP Eng, Head of Product, CTO
- Reduced average time-to-hire from 68 → 42 days
- Rebuilt ATS workflows and hiring stages across 3 product squads
- Introduced role scorecards and bank of behavioural questions

Same person. Same work. Completely different signal.

Bottom lome: Recruiters need to optimise their CVs for the scan first.
If you don’t give context at the top of every role, you’re missing out.

People and Talent Leaders: Is your hiring process adjusted to the level of talent you’re targeting?

Because the steps look very different depending on whether you’re hiring for more accessible roles or competing for top-tier talent.

For roles where the talent bar is more accessible (say high-volume, less specialised), the process can be summarised quite simply as “interviews”:

- Screening Call
- Hiring Manager Interview
- Final Interview
- Offer

→ Candidate Accepted

But when you’re competing for scarce or high-bar talent, the process cannot be summarised as just “interviews.” And it shouldn’t be.

For senior, niche, or high-impact roles, the process should look more like:

- Problem Alignment (why the role exists / clarity of success metrics)
- Value Alignment (candidate sees the mission, EVP, team fit)
- Skill Validation (structured assessment of technical/functional skills)
- Stakeholder Alignment (multi-disciplinary panel, cross-team buy-in)
- Decision & Offer Alignment (timing, competing offers, motivators)

These stages track specific agreements and validations that have to be made in the hiring journey.

They usually have clear entry/exit criteria and defined actions.

For Skill Validation, it might look like this:

Entry Criteria
- Candidate has already shown alignment with role scope and career trajectory.
- Candidate is motivated to invest time in assessment.

Actions
- Run structured technical or practical assessment.
- Ensure panel has consistent scoring rubric.
- Calibrate with benchmarks (internal & external).

Exit Criteria
- Panel agrees candidate meets or exceeds the hiring bar.
- Feedback documented in structured format with rationale.

👉 The catch: depth always trades off against speed.

- Go too “deep” and you lose top talent to faster-moving competitors.
- Go too “fast” and you risk poor signal or mis-hires.

The best scale-ups calibrate their process so each stage is both rigorous and lightweight. For example:

- Replacing generic take-home tasks with short, live working sessions.
- Combining multiple stakeholder conversations into a single panel.
- Pre-aligning on what’s “must-have vs nice-to-have” so decisions don’t drag.

⚖️ The art is finding the balance: rigorous enough to protect quality, but lean enough to win talent before someone else does.

taplio

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Jordan Shlosberg, CFA

Adriano Herdman

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The Battle

Jordan Shlosberg, CFA

Adriano Herdman

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Posts

Engagements

Likes

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